Assessment Of Organizational Culture Of Technoserve

TechnoServe implemented a change initiative called “Lewet” to address employee concernsrnmainly professional development, organizational care and employee participation through thernsupport of engaging leadership. After the change initiative was implemented, no assessment wasrncarried out to see the “Lewet” initiative brought about the intended result. This study tried tornidentify the current dominant culture of TechnoServe as perceived by employees as well therncongruence of the dominant culture with the six aspects of OCAI after the change initiative wasrnimplemented.rnThe study employed quantitative research design, descriptive in nature, to answer the researchrnquestions. Second category of managers were involved in the survey. All of the questionnaires (22)rndistributed managers were completed and retuned back. OCAI standard questionnaire werernutilized to collect data on current and preferred culture. The data obtained through the instrumentrnwere analyzed using graphs, charts and tables.rnAccording to the result, the current dominant TechnoServe culture was clan culture followed byrnhierarchy culture. The Clan Culture is a very friendly place to work where people share a lot ofrnthemselves. The dominant culture in the preferred situation was clan followed by adhocracy. It isrnalso evident from the result that employees wanted to decrease the hierarchy culture and tornincrease the adhocracy culture. Before the change initiative was implemented, TechnoServe usedrnto be a market culture as evidenced from the strategic document. It is evident form this study thatrnthe change initiative was successful as the culture transformed from market culture where thernfocus was external adaption to clan culture that emphasize internal integration, employeerndevelopment and participation. Even if TechnoServe achieve its goal there is still culturalrnincongruence among the current dominant culture and the six aspects of OCAI that has to bernaddressed wisely. In effect, there is a mismatch between TechnoServe strategic orientation and therncurrent culture. Therefore, there is a strong urgency from the management side to balance thernstrategic demand of the organization with the development needs of employees.

Get Full Work

Report copyright infringement or plagiarism